Active employee health, dental and vision coverage for you and your covered dependents ends the last day of the month in which your employment terminates. You may elect to continue the same coverage you carried as an active employee for you and your covered dependents for a limited duration under the provisions of Federal law known as COBRA.
Under COBRA, you and each of your covered dependents who were enrolled on the date coverage ended have an independent right to elect continuation of that same coverage. Your dependents’ eligibility is NOT conditional on your own continuation of coverage. You cannot, however, continue medical coverage for which you were not enrolled prior to the loss of coverage. Likewise, you cannot change the plan design under which you were covered while employed except during the Annual Enrollment period each fall (presuming you remain eligible for COBRA at that time). However, a qualifying life event will still allow you to change the dependents covered under your COBRA plan. For example, a child born to or newly adopted by you while you are covered under COBRA may be enrolled in the same plan design in which you are covered if you act to do so within 30 days of the birth or adoption.
The duration for which coverage can be continued when coverage ends as a result of any termination of employment is generally 18 months. Coverage could end earlier if premiums are not paid timely (within 30 days of their due date), if you become covered by another group health plan (including Medicare) or if the Company ceases to provide similar coverage to active employees.
Active employee contributions for flexible spending accounts (“FSAs”) will end with the last paycheck you receive after termination.
Healthcare Spending Accounts
You may continue to incur expenses for your healthcare spending account until the end of the month in which you terminate. Requests for reimbursement must be submitted to Flores & Associates, NHRMC’s Flexible Spending Account Administrator, by June 15 following the plan year. Your Flores card will be deactivated at the end of the month in which you terminate employment. Reimbursement requests must be submitted by paper form to Flores & Associates or online at www.Flores247.com.
For example, if you enrolled in a healthcare FSA for the plan year 2019 but you terminated your employment with NHRMC on October 2, 2019, you would be able to incur expenses through October 31, 2019 and submit those expenses for reimbursement to Flores & Associates by June 15, 2020.
If, by your termination date, your incurred expenses from your healthcare spending account are lesser than your current balance, you may continue your participation in the healthcare spending account during the balance of the current year in accordance with the provisions of COBRA.
Dependent Care Spending Accounts
You may incur expenses until the end of the month in which you terminate. Requests for reimbursement must be submitted to Flores & Associates, NHRMC’s Flexible Spending Account Administrator, by June 15 following the plan year.
Dependent Care Spending Accounts are not subject to the provisions of COBRA.
- Tuition monies received in any of the 12 months preceding the termination date must be repaid in full to NHRMC. In months 13-24, the amount owed to NHRMC is 50%. This is based on the date paid and not the date the course was completed.
Monies owed to NHRMC will be automatically deducted from your final paycheck/PDO check and a bill sent for any remaining balance.
Contact AIG (formerly Valic), NHRMC’s 403(b) administrator, to discuss your options for rolling over or taking a distribution from your 403(b) funds. AIG can be reached at 888.568.2542 Monday through Friday 8:00 a.m. to 9:00 p.m. To schedule an appointment with an onsite representative, call 910.815.5294. Or visit https://www.valic.com/home for information.
For employees of NHRMC Physician Group, the retirement plan is the the 403(b) with the matching contributions (per plan rules). Only those employees who participate in the 403(b) plan by contributing are eligible. The plan has a 3-year cliff vesting schedule.
New Hanover Regional Medical Center provides a defined benefit pension plan for employees of the hospital. You become eligible to participate in the pension plan on January 1, after having worked a minimum of 1,000 hours the prior calendar year. You are 100% vested in your accrued pension benefit once you complete five years of service in which you work 1,000 hours each calendar year.
If you terminate employment before you are vested in the pension plan, you will not receive any benefits from this plan.
If you are vested in the plan at the time you terminate employment, you do not need to apply for or request a pension application. Within 6 weeks after your last day worked, you will receive a pension application by mail at the home address listed in Lawson. Carefully review the application and your options and deadlines. You will need to complete and return the application along with copies of other required documents (e.g., identification and marriage license, if applicable) to Karen Frye, Director – HR Benefits & Compensation, NHRMC, P.O. Box 2318, Wilmington, NC 28401.
Pender Memorial Hospital provides a defined benefit pension plan for employees. Please note that this pension plan is different than the NHRMC employee pension plan. To be vested in the PMH defined benefit pension plan you must have worked at least 1,000 hours per calendar year for at least five years. If you are of retirement age (age 65 or age 60 with 10 years of service) and you have left employment, your pension application with your final pension figures will automatically be mailed to home address of record within six weeks of your last day worked. There is no paperwork to fill out before you receive your application. If you are not yet retirement age, information on your vested benefit payable at a future date will be mailed to your home address of record within six weeks.
If you were enrolled in basic life insurance, supplemental employee life insurance and / or spouse life insurance, please know that this coverage ceases on the last day of your employment. You may be eligible to convert (essentially change your group life insurance policy to an individual universal life insurance policy) or port (take your group coverage with you once employment ends). Porting of life insurance is limited to those 69 years old and under and who terminate employment for reasons other than retirement, illness or injury.
To inquire about porting or converting life insurance and spouse life insurance, please contact SunLife Life Assurance Company within 31 days of your termination date. The initial premium is also due within the same 31-day period. SunLife can be reached at 1.800.247.6875. If you were an NHRMC employee, please reference policy number: 234884-001. If you were a PMH employee, please reference policy number: 234885-001.
Dependent life insurance ceases on the last day of your employment. You do not have the option to port or convert this coverage.
Please refer to the Paid Days Off (PDO) policy for information about accrual and eligibility for payment of unused PDO upon termination of employment.
As an active employee you may have been enrolled in long term disability insurance with either a 90-day waiting period, a 60-day waiting period, or, for PMH employees, 180-day waiting period. This coverage, if applicable, ceases on your last day of employment. You may be eligible to convert your long-term disability coverage. You must contact SunLife Life Assurance Company within 31 days of your termination date to apply for conversion of long-term disability. The initial premium is also due within the same 31-day period. SunLife can be reached at 1-800-247-6875. If you were an NHRMC employee, please reference policy number: 234884-001. If you were a PMH employee, please reference policy number: 234885-001.